What companies are looking for in new hires.

Todays hiring climate varies greatly based upon the business sectors that you are working in. Nevertheless, we are seeing some trends which seem to appear repeatedly.

Technology skills are at a premium

Whether you are an industry “rookie” (<5 years) or a seasoned veteran , the use of technology is at a premium. Can’t speak, don’t use it, they don’t want to talk to you.

Sales management candidate’s skills need to be crisp. The expectation for all higher level sales executives is strong vision, strategy and core sales management skills with a deep technical ability, an up to date understanding of the client’s product mix and the competitive Have it all, you can win the role. Missing much the opportunities quickly become downgraded. Investing in pre-interviewing research helps differentiate amongst candidates.

Companies are picky when they are looking at higher priced talent. They want someone local to the marketplace (relo allowances are few and far between) and understands the geography and landscape. They want the well packaged sales executive that can also add value themselves, someone that can be in front of customers talking about the products / technology and presenting solutions themselves.

Ability to do more

Clients want executives that can do more. Does the sales executive have e-commerce, marketing, business development or other adjacent skillsets that make him/her more valuable because they lend expertise in more than one area?

Communication skills

Technical specialists and engineers that have deep product understanding, that are technical experts and have customer facing skills plus the ability to sell and close deals are in high demand. It’s all about being in a revenue-generating, profit-making role.

The days of being the technical expert sitting in the office are over.

Technical experts that can wear the trainer hat are also very valuable.

Trends

In construction sales, the sales rep that can add value by being a technical extension of his customer’s team is in demand. Are you the type of rep that can do a switchgear layout and reconfigure it to save the customer money? Do you have skills in LED lighting and can you analyze an opportunity and do a payback analysis? These financial sales skills are valuable.

College hire and employees with 3-5 years of experience

Projectability.

Just as a major league baseball scout looks at a high school prospect with an eye to the future, hiring managers are looking at candidates in the same way. Clients are looking for the “high potential” employee. They make an initial hire considering a role beyond the one they are hiring for. They look at top talent and project where this person could be in 2,3 4 years.

Testing

Over 50% of clients are using predictive index testing to get another view on potential hires

All types of candidates are being tested….management, sales, operations….leadership and staff positions.

The results are not a knock out, but poor results can hurt as they can raise red flags. Companies are risk-adverse. They only want to hire “the right candidate.”

Culture fit

It all starts with attitude. In the end, hiring companies want someone that fits their culture. In a culture where more and more employees are wearing multiple hats, the ability to collaborate, share ideas and listen is crucial.

These are just a few insights that we have seen over the past year, feel free to call us for more detailed insights.

John Salvadore and GRN have rapidly become a major factor in industry recruitment because they have the experience of actual being from the industry. Salvadore has worked at many different companies and amassed such a great reputation that executives and owners trust his firm with bringing the industries best talent to their organization. Being from the industry and now working for the industry is something that can’t be easily duplicated by any internal talent acquisition team, especially with a large variety of products, services and geographical needs.

Industry Leading consultant

GRN Coastal has become a very reliable resource for our recruitment needs. They communicate extremely well, we are always in sync with their search process and they always deliver what I am looking for. I have moved away from some of my traditional recruiters because GRN Coastal is just simply much better.

Director Human Resources- Automation Distributor

GRN Coastal has helped us fill some very difficult positons, they are able to apply resources and quickly find us the type of people that our internal team couldn’t. They are a big part of our recruitment effort.

VP Human Resources- Automation Mfg

GRN Coastal provides us with top talent quickly, they know where to search and are able to qualify candidates rapidly.

Electrical distributor Regional manager

The electrical industry has needed a firm that really understands what type of people are truly needed at the street level to fill our key positions. GRN Coastal is the answer to that need.

National Sales manager- large Industrial products Manufacturer

GRN Coastal has been working with us for a number of years now and they have helped us find top talent in a variety of roles for our high growth electrical distribution business. We depend on GRN Coastal to source us talent quickly that can make an impact. Their industry knowledge is second to none, we give them the assignment, they find us the talent, they understand our needs right away. Their industry experience truly has paid off for us.